孫弘岳SUEN, HUNG-YUE李文智Lee, Wen-Chih2022-06-082025-11-112022-06-082021https://etds.lib.ntnu.edu.tw/thesis/detail/79ef56d210e04da633dc3f855fb2355c/http://rportal.lib.ntnu.edu.tw/handle/20.500.12235/116899COVID-19疫情侵襲下，不僅改變人們的生活模式，對於企業營運也帶來不小的影響。在人才的遴選過程上也多改以科技輔助進行；而應徵者也越來越能夠接受自動化評估的面試方式（係以人工智慧初判面試結果，即人工智慧面試官），因此自動化評估系統與應徵者之間，亦逐漸產生關於面試行為的問題。本研究收集151位應徵者參與，在實驗開始前，其中一半的研究參與者被告知將會由人類面試官評估面試結果情境；另外一半則被告知使用自動化系統評估的檢視情境；並在實驗結束後，透過應徵者在面試過程中所展現誠實性或欺騙性的印象管理行為，進行自我評估問卷填答，以實際驗證來探討應徵者在面對人類面試官情境與人工智慧評鑑情境時的印象管理行為展現之差異性，並回顧過往相關研究論點，藉以非同步錄影面試並結合不同施測情境執行實驗；來檢測應徵者面對人工智慧面試官相較於真人面試官展現印象管理的行為是否有顯著差異，以作為導入人工智慧面試工具的參考和企業使用者訓練的依據。The COVID-19 epidemic has not only changed people's life patterns, but has also had a significant impact on business operations. In the talent selection process, technology has been applied to the personnel selection process, and job applicants are increasingly able to accept the automated assessment of interviews (e.g., AI (artificial intelligence) based recorded video interviews). In this study, 151 interviewees participated in this quasi-experimental design by AI and non-AI recorded video interviews. Half of the participants were informedof the situation in which the interview results would be assessed by human interviewers before the start of the experiment (Non-AI group), while the other half were informed of the situation to be assessed by the automated system (AI group). At the end of the experiment, a self-assessment questionnaire was administered to examine the differences in impression management behaviors between Non-AI and AI groups, and to examine the real status of impression management by conducting an asynchronous video-recorded interview with different test situations.人工智慧印象管理面試作假非同步視訊面試artificial intelligenceimpression managementinterview fakingasynchronous video interview學術論文